NPS Supplement #1 to DI-3100 Temporary/Excepted Service Employee Performance Appraisal Plan (EPAP) Empoyes Name Tile(Series/Grede: Laborer: - WG-3502-01107 Zachary R. Amico 1003-2291 2 uty Station “Appraisal Period: | From: Te Wawona/Badger Pass, Yosemite, CA_| FY2016, Le216 Part A: Notification of Standards: Signatures certify that critical elements and performance standards were discussed. Critical elements and performance standards are contained in the needed) 7 Et gece emer fa. ‘ kverg dau Yla th pp eras pos itve ott. cei ae Ancager ness te work, tcl tom mupicated well wh gre reegae Kp wee owten he wes lee aa or] Part D: Recommendation for Rehire (if applicable) X__ Recommended for rehire Not recommended for rehireAmico NPS Supplement #2 to Part E ‘Temporary / Excepted Service Employee Critical Element and Performance Standards Critical Element Exceptional ‘Superior Fully Successful ‘GPRAVStrategic Goal: Ta, 1A, 1Va Ensure Organizational Effectiveness: Proactive in @ role which underscores a standing work environment conducive to attracting and retaining quality, mission oriented employees. Understands and implements concept of ‘Chain of Command” Task management by assignment and objective — Leadership through excellence in service and example Mission goal: The NPS uses current management practices, systems and technologies to accomplish its mission. Performance Measure: Traffic Control Aid duties are effectively carried out in support of the branch’s capacity to manage its programs in a results-oriented, visitor experience focused and efficient manner consistent with management goals and assignments, Performance Standards ‘See Benchmark standards atlached. ‘See Benchmark standards attached in addition to attached Benchmark standards, the following measurable criteria apply. Effectively utilizes training and situational leadership techniques to carry aut full range of traffic control responsibilities, Is a team player. Participate in a role which underscores a standing work environment conducive to atracting and reining quality, mission oriented employees. Set an example for employees through personal standards, appearance and time management. Minimally Successful Unsatisfactory ‘The Depariment ofthe Injerior has not developed a benchmark Gtandard for Minimally ‘Successful standard for this performance cycle; however, managers and supervisors must develop 2 Minimally Successful standard when plans are established for the year andlor if it is determined that an employee has not achieved Fully Successful performance. This may include a specific Benchmark standerd in the EPAP itself or a natralive Leiter of Expectations attached and made part of the performance standard which must indicate the following Information: 1) the employee is on notice that his/her pertormance is less than Fully Successful, 2) thatthe employee's performance is Minimally Successful and what constitutes the Minimally Successful performance (written in a forward, not backward manner), such as "your performance is Mirimally Successful which means that you have completed certain work products. 50% of the ime”; 3) that the employee must continue at this level in order to avoid falling to the Unsatisfactory level; and 4) that the expectation Is that the employee will get back to the Fully Successful level of performance. Please contact your servicing Human Resource Office for assistance. ‘See Benchm: indards attached jarrative Summary Desoribs the employee's performance for each Critical element. A narrative summary must be wiilten far each element assigned a rating of Exceptional, Minimally Successful, or Unsatisfactory. Rating for Critical Element L1Exceptional-5 Sut rior {J Fully Successful ally Successful-2_[] Unsatisfactory-0Critical Element 2; | GPRA/Strategic Goal: IlalA, IlalB, lla2A, 11a2B, Ilbl (Communications/Teamwork/Interpersonal Relations: Effectively communicates on a frequent basis with a wide range of persons in various settings using multiple communications methods and tools. Performance Measure: Effectively communicates with a wide range of persons to increase visitor satisfaction, visitor safety, and visitor understanding. Effectively communicates with coworkers and supervisor. Performance Standards. Exceptional See Benchmark standards attached. ‘Superior ‘See Benchmark standards altached i Fully Successful In addition to attached Benchmark standards, the following measurable criteria apply. Communicates on a regular basis with supervisors and peers about operational and administrative matters. Informs Supervisory Ranger of incidents end activities considered to be high in profile or complex in nature. Strives to develop and improve relationships with other work units inside and outside the division, Understands the importance of teamwork and is able to work well in a team environment. Communicates effectively and calmly. Written | communications and documentation of events and incidents is completed in a timely manner within policy guidelines. Winimally Successful | The Department ofthe interior has not developed a benchmark Standard for Niramally ‘Successful standard for this performance cycle; however, managers and supervisors, "must develog a Minimally Successful standard when plars are established for the year | andlor if itis determined that an employee has not achieved Fully Successful | performance, This may include a specific Benchmark standard in the EPAP itself or a narrative Letter of Expectations attached and made part of the performance standard ‘which must ingicate the following information: 1) the employes is on notice that his/her performance is less than Fully Successful 2) thatthe employee's performance is Minimally Successful and what constitutes the Minimally Successful performance (writen in a forward, not backward manner), such as “your performance is Minimally Successful which means that you have completed certain work products 90% ofthe time"; 3) that the employee must continue a ths level in order to avetd fling to the Unsatisfactory level; and 4) thatthe expectation is thal the employee will get back to the Fully Successful level of performance. Please contact your servicing Human a ae Resource Office for assistance, Unsatisfactory ‘See Benchmark standards altached Narrative Summary Describe the employee's performance for each Critical element. A narrative summary must be wilfen for each element assigned a rating of Exceptional, Minimally Successful, or Unsatisfactory. Rating for Critical Element Exceptional-5 _[] Superior. Minimally Successful-2_[] Unsatisfactory-0Exceptional: Employee: The employee demonstrates particularly excellent performance that is of such high quality that ‘organizational goals have been achieved that would not have been otherwise. The employee demonstrates mastery of technical skills and a thorough understanding of the mission of the organization and hag a fundamental impect on the completion of program objectives. ‘The employes exerts a major positive influence on menagement practices, operating procedures andlor program implementation, which contribute substantially to organizational growth and recognition. The employee plans for the Unexpected and uses alternate ways of reaching gozls. Difficult assignments are handled intaligently and effectively. ‘The employee has produced an exceptional quantity of work, often ahead of established schedules and with litle supervision. ‘The employee's oral and wiitten communications are exceptionally clear and effective. He/she improves cooperation ‘among participants in the workplace and prevents misunderstandings. Complicated or controversial subjects are presented or explained effectively to a variety of audiences so that desired outcomes are achieved. Superior: Employee: The employee demonstrates unusually good performance that exceeds expectations in critical areas and exhibits a sustained support of organizational goals. The employee shows a comprehensive understanding of the ‘objectives of the job end the procedures for meeting them. Effective planning by the employee improves the quality of management praclices, operating procedures, task ‘assignments andlor program actives. The employee develops andlor implements workable and cost-effective ‘approaches to meeting organizational goais. ‘The employee demonstrates an ablty to get the job done well in more than one way wile handling difficult and unpredicted problems. ‘The employee produces a high quantly of work, often ahead of established schedules with less than normal supervision. ‘The employee writes and speaks clearly on dificult subjects to @ wide range of audiences and works effectively with ‘others to accomplish organizational objectives. Fully Successful Employee: The employee demonstrates good, sound performance that meets organizationel goals. All crtcal activities are generally completed in a timely manner and supervisor is kept informed of work issues, alterations and status. The employee effectively apalies technical skils end organizational knowledge to get the jeb done, The employee successfully carries out reguiar duties while also handling any difficult special assignments. The employee plans and performs work according to organizational priorities and schedules. The employee communicates clearly and effectively Minimally Successful: Employee: The Department ofthe Interior has not developed a Benchmark standard for the Minimally Successful standard for this performance cycle; however, managers and supervisors must develop a Minimally Successful standard when plans are established for the year andlor if it is determined that an employee has not achieved Fully Successful performance. This may include a specific Benchmark standard in the EPAP itself or a narrative Letter of Expectations attached and made part of the performance stancard which must indicate the fllowing information: 1) the employee is on notice that his/her performance is less than Fully Successful; 2) that the employee's performance is Minimally Successful and wha constitutes the Minimally Successful performance (written in 2 forward, not backward manner), such as "your performance Is Minimally Successful which means that you have completed certain ‘work products 50% of the ime”; 3) that the employee must continue at this level in order to avoid falling to the Unsatisfactory level: and 4) thatthe expectation is that the employee will get back to the Fully Successful level of performance. Please contact your servicing Human Resource Office for assistance.Unsatisfactory: Employee: The employee's performance is unsatisfactory. The quality and quantity of the employee's work are not adequate for the position. Work products do not meet the minimum requirements expected ‘The employee demonstrates litle or no contbution to organizational goals; failure to mest work objectives: inattention to organizational priorities and administrative requirements; poor work habits resulting in missed deadlines ‘andor incomplete work product; strained work relationships; failure to respond to client needs; andlor lack of Tesponse to supervisor's corrective efforts.